SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 1111:

  What is a principal goal of supply analysis?

  A. Get a picture of an organization's current pool of talent
  B. Translate strategy to action by identifying talent and training needs
  C. Determine the strategic direction of the organization and anticipate its workforce needs
  D. Determine the need for layoffs and early retirements during downsizing
  A. Get a picture of an organization's current pool of talent

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  Conducting a supply analysis involves understanding the current workforce and how it is projected to change over time, due to attrition and other trends. Labor supply may come from within the organization or outside. The first step is to carry out an analysis of the skills currently within the business. If skills are not available internally, then they may need to be sought externally. Demand analysis identifies the future workforce needed to carry out the organization's goals. Gap analysis compares the projected workforce supply to the forecasted workforce demand.

• Question 1112:

  Which of the following is the most important consideration when forming focus groups?

  A. Members should be a representative sample of the employee population.
  B. Focus groups should be carried out to complement and authenticate surveys
  C. The focus group facilitator should be internal to ensure inclusion and encourage candid feedback
  D. Focus group objectives should be wide-ranging to accommodate differing viewpoints
  A. Members should be a representative sample of the employee population.

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  A focus group is a group of deliberately selected people from a larger population who participate in a facilitated discussion to obtain perceptions about a particular topic or area of interest. Focus groups provide valuable data and elicit opinions that may be verified by surveying the larger employee population. It is important to select members who are representative of the employee population at large.

• Question 1113:

  The HR Director appears unfazed at a union's threat of a strike. Which of the following is the best reason why?

  A. The employer has a strong product demand and the economy is experiencing high unemployment rates
  B. The employer has a strong supplier network and the economy is experiencing fluctuating unemployment rates
  C. The employer's supply chain is automated and the economy is experiencing low unemployment rates
  D. The union plans to engage in an economic strike and the economy is experiencing high unemployment rates
  D. The union plans to engage in an economic strike and the economy is experiencing high unemployment rates

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  Option D is most favorable to the employer as an employer can permanently replace strikers in an economic strike; and has a large pool of labor to fill the positions because of a high unemployment rate. Also, at the conclusion of an economic strike, the striking worker is not entitled to unconditionally receive his/her old job back. Instead, s/he is placed on a preferential hiring list. The employer's business is most likely to be affected when there is a high demand for its products, when it has a low degree of automation in its production process, and when there is a low unemployment rate.

• Question 1114:

  For the individual employee, MBO provides:

  A. strategic goals that guide organizational competitive advantage
  B. teamwork and communication among employees.
  C. increased financial rewards and incentives.
  D. specific, personal, performance objectives.
  D. specific, personal, performance objectives.

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  An important step in the Management by objectives (MBO) approach for the individual employee is that Management by objectives (MBO) provides specific, personal performance objectives, as well as the monitoring and evaluation of the performance and progress of each employee against the established objectives.

• Question 1115:

  Gwen just completed a training on transformational leadership. What characteristic is considered to be representative of transformational leaders?

  A. rewards and incentives are contingent on performance.
  B. revels and excels in efficiency
  C. focus on vision
  D. favors structured policies and procedures
  C. focus on vision

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  Transactional leadership is primarily based on processes and control, and requires a strict management structure. Transformational leadership, on the other hand, focuses on inspiring others to follow (shared vision), and it requires a high degree of coordination, communication, and cooperation.There are four elements of transformational leaders:Idealized influence: Leaders hold, share and demonstrate core values and trust.Inspirational motivation: Leaders motivate workers by conveying confidence and a sense of purpose.Individualized consideration: Leaders are concerned with people's feelings and needs.Intellectual stimulation: Leaders provide opportunities for creativity and innovation and allow people to learn, grow and try new things.

• Question 1116:

  A global organization has an ongoing problem retaining employees due to high turnover across sites. Executive leadership tasks the HR director with assessing the reasons for high turnover. However, hiring new employees takes precedence; therefore, the assessment identifying the reasons behind turnover was delayed. Upon completion, the assessment reveals that job abandonment, disciplinary terminations, and resigning without notice are the primary issues. Managers are terminating employees

  consistent with the organization's disciplinary policy for high-severity offenses, but employees who commit low-severity offenses are subjectively and ambiguously terminated without considering opportunities for improvement.

  Negative perceptions of employee culture have increased as a direct result of the way terminations are being handled, causing tense employee relations and increased job abandonment. The HR director must determine what actions to take regarding the primary issue of turnover, as well as how to address and improve employee perceptions of the organization.

  Feedback from employees reveals that the delay in completing the assessment made them feel as if management did not see the importance of the employee culture issues. Which action should the HR director take to respond to employee feedback more effectively?

  A. Establish HR procedures for ongoing employee feedback to proactively address issues.
  B. Provide an anonymous submission box at every site for employees to use.
  C. Schedule lunch meetings with executive leaders and diverse groups of employees to promote candid conversations.
  D. Create a team within the HR department dedicated to addressing employee feedback.
  A. Establish HR procedures for ongoing employee feedback to proactively address issues.

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  Implementing formal, ongoing feedback procedures demonstrates a sustained commitment to listening and responding to employee concerns promptly, preventing future delays and rebuilding trust.

• Question 1117:

  What is a critical requirement of a business intelligence portal?

  A. Engagement of the user through graphic elements
  B. Access to a wide array of analytical tools
  C. Ease in accessing data of interest and usefulness
  D. Integration of external databases
  C. Ease in accessing data of interest and usefulness

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  An effective business intelligence portal is easy to use. One of the ways this is accomplished is by customizing a user's view to show the information and tools the user most commonly requires.

• Question 1118:

  Because Country A is a highly collectivist culture, you can deduce from Hofstede's research that Country A is also:

  A. a low-power-distance culture
  B. a high-context communication culture
  C. a high power-distance culture
  D. both B and C
  D. both B and C

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  Countries with a highly collectivist culture often have a high context and high-power distance culture as well.

• Question 1119:

  Which of the following is true about staffing approaches for multi-national organizations and organizations engaged in offshoring?

  A. A company that has a high-level of proprietary software and trade secrets should practice a holistic polycentric approach
  B. The most endemic people-related challenge international organizations face with an ethnocentric model is cultural and communication differences
  C. The most successful companies are those that adopt an ethnocentric staffing approach for senior level roles, a polycentric staffing approach for mid-level roles and a geocentric approach for lower-level roles.
  D. A core disadvantage of the polycentric approach is the prohibitive cost of training, compensation, and relocation of employees.
  B. The most endemic people-related challenge international organizations face with an ethnocentric model is cultural and communication differences

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  The ethnocentric staffing policy refers to the strategy of a multinational company to employ managers for key positions from the parent company instead of employing local staff in the host country. The polycentric staffing policy describes a multinational's approach of recruiting host country nationals to manage subsidiaries in their own country. In the geocentric approach the best people are sought for key jobs throughout the organization, regardless of nationality. In the regiocentric approach, employees "are transferred to positions in subsidiaries in other countries, but stay within the same region. A company with trade secrets should practice the ethnocentric model; every company has its own peculiarities therefore there is no one-size-fits-all staffing approach; option D states a disadvantage of the geocentric approach note that the polycentric approach will not require relocation

• Question 1120:

  A large auto parts supply company states that its five-year plan is to expand its distribution system through the acquisition of new stores. This statement is an example of which of the following?

  A. Tactical plan
  B. Organizational analysis plan
  C. Strategic business plan
  D. Mission statement
  C. Strategic business plan

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  A strategic business plan would determine an organization's primary goals and finding the steps that will achieve the objectives. Tactical planning is setting short-term actions that are needed to achieve the larger strategic business plan.